Expectancy theory is a motivation theory proposed by Victor Vroom that explains how individuals choose between alternatives that vary in their expected consequences. The theory states that motivation is a function of Expectancy (the belief that effort will lead to performance), Instrumentality (the belief that performance will lead to rewards), and Valence (the value placed on the rewards). Porter and Lawler expanded on the theory by introducing additional factors like abilities, individual satisfaction, and reward equity that influence motivation. While expectancy theory provides insights, it has also received critiques for oversimplifying motivation and difficulties accurately measuring scientific concepts.

1. Critique on Expectancy Theory
Motivation can be defined as a process that starts with a physiological and
psychological deficiency or a need that activates a behavior or a drive that is aimed
at a goal or incentive. (Luthans, 2006).
Motivation is a process which starts with physiological and psychological things
which is accomplish a goal.
Motivation is a theoretical model that is used to explain behavior. It gives reasons
for people’s actions, desires and needs.
The theoretical development of work motivation is of three types of theories.
1. Content theories
2. Process theories
3. Contemporary theories
The “Process theories” explain about changing personal behavior and why
people’s behavior differs from each other. These theories do not emphasize about
the factors of individual satisfaction but they emphasize the means of satisfying
individuals. The theories mentioned below are discussed under the Process
theories.
1. Reinforcement Theories
2. Expectancy Theory
3. Equity Theory
4. Goal Setting Theory

2. Expectancy theory is a mental process regarding the selection of choices. It’s a
motivation theory first proposed by Victor Vroom of the Yale school of
management.
Expectancy theory is based on four assumptions. First one is the fact that people
join organizations considering about their needs, motivations and past experience.
These factors influence the way how individuals react to the organization. Second
one is the matter that an individual’s behavior is a result of conscious choice. That
is, people are free to choose those behaviors suggested by their own expectancy
calculations. Third one is that people want different things from the organization.
Last one is that people will choose among alternatives so as to optimize outcomes
for them personality.
Vroom’s expectancy
Vroom’s expectancy theory assumes that behavior results from conscious choices
among alternatives whose purpose it is to maximize pleasure and minimize pain.
Vroom realized that an employee’s performance is based on individual factors such
as personality, skills, knowledge, experience and abilities.
For example, when a person takes a job he or she will choose to behave in ways
they believe will lead to getting some type of reward from that type of behavior.
Motivation = Expectancy * Instrumentality * Valence
Expectancy means the person’s belief that more effort will result in success. If you
work harder, it will result in better performance. If any person who doesn’t have
any expectation, he will avoid doing this task or do the things without his effort
because of other people impact.
As an example, if a person think that he is able to that he tries harder. If he tries
harder he has high expectancy. This briefly describe how to effort relates to
performance.
Instrumentality means the person’s belief that there is a connection between
activity and goal. If you perform well, you will get reward. Briefly it describes the
probability of a person’s perception regarding the ability of attaining desired
level of results by successfully performing a task .

3. As an example if a person expect a certain benefit by reaching an activity level of
3000.
Valence means the degree to which a person values the reward, the results of
success
(1st
level outcomes) (2nd
level outcomes)
Effort performance Value of outcome
Expectancy Instrumentality
As the critiques on this motivation theory, Porter & Lawler have emerged
weaknesses of expectancy theory. So far they have emerged difficulties of using
this theory practically and they have questioned on accuracy of scientific
measurements which used in expectancy theory.
The relationship of individual satisfaction and performance represents by Porter &
lawler model. Porter & lawler used Vroom’s Expectancy theory as a foundation to
develop their expectancy model. Similar to Vroom’s theory, Porter & Lawler
concluded that an individual’s motivation to complete a task is affected by the
reward they expect to receive for completing the task. However Porter & Lawler
introduced additional aspects to the expectancy theory.
According to porter and lowler, simplicity of the expectancy theory of motivation
is a one of major criticism. Under the expectancy theory, it doesn’t explain
individual’s different levels of efforts which they acted out.
Another default is, in this theory it assumes employees are encouraged by rewards
to expand greater efforts obtaining the reward. But it has neglected reward may

4. cause for a negative effect for the individual. As an example, by increasing his/her
payment he/she may have to afford a higher tax payment.
The expectancy theory of motivation decision model is effective in managerial
perspective as it expect on the manager to make assumptions on the motivational
force of the reward for the employee.
So, the uses of the rewards need to obey to the law of effect where positively
rewarded behaviors will have a tendency to augment in frequency, negatively or
neutrally rewarded behaviors will have a tendency to diminish in frequency and the
type of reinforcement and its timing will impact the frequency of the behavior.
Porter & Lawler Model
Value of
Rewards
Abilities
and Traits
Intrinsic
rewards
Perceived
equitable
rewards
Effort Performance
accomplishme
nt
Satisfaction
Extrinsic
rewards
Role
perception
Perceived effort
Reward
probability

5. The components of Value of rewards, Perceived effort reward probability and
Effort are similar to Vroom’s expectancy theory. A person decides to make some
effort based on the value of expected rewards and the amount of effort he/she
should have to afford. According to that, he/she decides the amount of effort
needed to sacrifice for a task. Individual’s abilities, aptitudes, inherent
characteristics and also individual’s role perception on importance of their task are
affected for this effort. Under the concept of perceived equitable reward, a
comparison is made between the actual intrinsic(satisfaction, sense of
achievement) and extrinsic (bonus, commission, pay increases) rewards which are
acquired by performance accomplishment with expected rewards. Individual’s
satisfaction or dissatisfaction will depend on this comparison.
A person uses his/her actual satisfaction and experiences for making decisions on
the expected optimum future benefits that he/she going to accept in the future. The
line of feedback showed that how to affect future performance for individual’s
behavior.
Conclusion
Finally, the expectancy theory can be concluded using some initial and important
facts. The expectancy theory of Vroom deals with motivation and management.
Vroom’s theory assumes that behavior results from conscious choices among
alternatives whose purpose it is to maximize pleasure and minimize pain. Together
with Edward Lawler and Lyman Porter, Vroom suggested that the relationship
between people’s behavior at work and their goals was not as simple as was first
imagined by other scientists. Vroom realized that an employee’s performance is
based on individual factors such as personality, skills, knowledge, experience and
abilities.

6. References
 Expectancy Theory of Motivation - Victor Vroom
http://www.leadership-central.com/expectancy-theory-of-motivation.html#axzz4a2vXLpGs
 International Organizational Behavior-2nd Edition
Pages 124-133
Anne Marie Francesco
Barry Allen Gold